LocationNorth America, Santa Clara, California, United States; Singapore; Toronto, Ontario, Canada
Work moderemote
Typefull-time
SeniorityLead
DepartmentOperations: Human Resources
Company size501–1,000 people
First seenOct 4, 2026 · 1w ago
Verified live1d ago
At a glanceSummarised by Seekless from the posting.
Must have9
Partnered directly with VP-level leaders and supported a full function or large org, ideally at a company between a few hundred and a few thousand people
Hands-on: run investigations, calibration cycles, reorgs and sensitive exits without a specialist team
Willing to tell a senior leader something hard and then help them act on it
Curious about technical work: can explain what client org builds and why it's hard
Get to the real cause of people problems
Help leaders change how they work as the company grows
Make org design, leveling, performance and promotion calls that are fair
Get leaders who want different things to a decision they'll all carry out
Put the broader team's outcome ahead of any one client group
Nice to have1
Experience supporting sales, go-to-market or operations teams
Eligibility1
Must be eligible to access U.S. export-controlled technology
About the company
Tenstorrent is leading the industry on cutting-edge AI technology, revolutionizing performance expectations, ease of use, and cost efficiency. With AI redefining the computing paradigm, solutions must evolve to unify innovations in software models, compilers, platforms, networking, and semiconductors. Our diverse team of technologists have developed a high performance RISC-V CPU from scratch, and share a passion for AI and a deep desire to build the best AI platform possible. We value collaboration, curiosity, and a commitment to solving hard problems. We are growing our team and looking for contributors of all seniorities.
About the role
Tenstorrent is growing fast, and our leaders keep having to change how they operate to keep up. As a Staff HR Business Partner, you’ll work directly with senior leaders across our North America teams on the people side of that growth: org design, leveling, performance and calibration, sensitive employee matters, and the hard conversations in between. You’ll join a small HRBP team with no layers of specialists behind it. You’ll own problems from start to finish and help build how this function works as you go.
This role is remote, based anywhere in the United States or Canada.
Hiring process
We welcome candidates at various experience levels for this role. During the interview process, candidates will be assessed for the appropriate level, and offers will align with that level, which may differ from the one in this posting.
Who You Are
•
An HRBP who has partnered directly with VP-level leaders and supported a full function or large org, ideally at a company somewhere between a few hundred and a few thousand people.
•
Hands-on. You’ve run investigations, calibration cycles, reorgs and sensitive exits yourself rather than handing them to a specialist team.
•
Willing to tell a senior leader something hard about their org, or about them, and then stay to help them act on it.
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Curious about technical work. You can explain what your client org builds and why it’s hard, and that understanding shows up in your people decisions. Experience supporting sales, go-to-market or operations teams is a plus.
What We Need
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Get to the real cause of people problems. When leaders are frustrated with each other, find what’s underneath (a missing role, an unowned handoff, unclear decision rights) and fix that.
•
Help leaders change how they work as the company grows, including on issues that cross into orgs you don’t directly support.
•
Make org design, leveling, performance and promotion calls that are fair and hold up when they’re challenged.
•
Get leaders who want different things to a decision they’ll all carry out, and put the broader team’s outcome ahead of any one client group.
What You Will Learn
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How a company building open AI and RISC-V compute actually runs, from silicon and software to supply chain and go-to-market.
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How to scale a People function while it’s still being built, with real say in the systems and practices that come out of it.
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How to partner with leaders through repeated stages of growth, where what worked last year often has to change.
Compensation for all engineers at Tenstorrent ranges from $100k - $500k including base and variable compensation targets. Experience, skills, education, background and location all impact the actual offer made.
Benefits
Tenstorrent offers a highly competitive compensation package and benefits, and we are an equal opportunity employer.
Legal
This offer of employment is contingent upon the applicant being eligible to access U.S. export-controlled technology. Due to U.S. export laws, including those codified in the U.S. Export Administration Regulations (EAR), the Company is required to ensure compliance with these laws when transferring technology to nationals of certain countries (such as EAR Country Groups D:1, E1, and E2). These requirements apply to persons located in the U.S. and all countries outside the U.S. As the position offered will have direct and/or indirect access to information, systems, or technologies subject to these laws, the offer may be contingent upon your citizenship/permanent residency status or ability to obtain prior license approval from the U.S. Commerce Department or applicable federal agency. If employment is not possible due to U.S. export laws, any offer of employment will be rescinded.